Pros: Good pay, lots of room to grow, cool tech, very welcoming and international colleagues. Awesome offices as well.

Cons: The culture at Adyen was great pre-COVID and adapted well during the pandemic, but over the past year and a half, there have been noticeable changes. Ever since COVID ended, there has been a gradual shift towards micromanagement and excessive control. More than half of the company's workforce was hired during the pandemic, a period when the company was thriving. During that time, leadership delivered numerous speeches praising everyone for their dedication in overcoming challenges, emphasizing the importance of flexibility, and promoting trust in one another to get the job done, regardless of where we were working. Yet, as soon as COVID disappeared, this sentiment vanished. Mandatory in-office days and rigid bureaucratic rules were implemented without consideration for individual circumstances. The experience at Adyen transformed from feeling like you were part of a cool community building something amazing to feeling like you were a cog in a machine that didn't care about you at all. "You've got this" has turned into "fall in line". Both the people and tech are unique at this company, and it's a shame to see the culture on a forced downward spiral. The top-level management's attitude is my way or the highway, and I suspect a lot of us will choose the highway.

Pros: Benefits are good, especially the health insurance, if you can find the time to use it. There was a benefit of travel to the headquarters in Amsterdam, which was a very good professional growth opportunity, but it is being limited due to cost cuts.

Cons: It was a company with a differentiated and solid culture, which made a difference in the environment and in decision-making. However, growth at any cost diluted it, transforming the employee into just another replaceable and disposable cog in the corporate machine, giving way to the traditional culture based on backstabbing, scapegoating, and punishment. The promotion of professionals with technical profiles, lacking people management skills, to managerial positions led to micromanagement of their subordinates and the annulment of their professional independence, thus fostering favoritism. If a manager dislikes you for any reason, prepare yourself for the traditional corporate-hierarchical bullying. Project prioritization has always been disorganized and is worsening with growth, as Project and Product Managers merely exert pressure on developers through demands for yesterday or the day before. Managers do not interfere or take responsibility, turning developers into their scapegoats. When delivery occurs within the deadline, the applause is for Product and the Managers, completely ignoring your effort and delivery. It will be repeated countless times by someone with a forced smile that "the bar here is high," a euphemism for saying "your performance will be judged harshly." This phrase will be used as justification to keep your evaluation borderline with the minimum acceptable, a process conducted arbitrarily and non-transparently, at your leader's whim, to pressure you to increase your productivity indefinitely. The organization is directed towards ceasing to have technology as an end and adopting it merely as a means, grounding itself in political-hierarchical relationships in opposition to meritocracy and professional competence, penalizing those who deviate from the sycophant profile. It becomes a classic financial institution aiming to maximize profits through an inefficient and outdated management format, at the expense of employees' mental health and professional satisfaction, but pleasing its shareholders. Change the filter of the evaluations to English and sort by lowest rating, confirming that what is described here is merely a replica of recent evaluations from global branches, not limited to my personal evaluation.

Pros: Energetic place to work. Intelligent co-workers.

Cons: None really so far that make it a dealbreaker.